Excerpt from Exploration Paper:
Northouse’s Leadership
Question -1. The five most important concerns in the set of questions for a leader and so why?
Northouse produces in light various very relevant qualities that are important for a leader to have, develop and convey in practice, in a thorough and complete manner. Among the list of truly critical and significant questions that Northouse raises, for me one of the most valuable queries that he raises will be numbers 3, six, eight, eleven and thirteen. Query number three is: models standards of performance pertaining to group members. This is and so crucial because it’s been generally understood that human beings mainly learn from example. Children discover ways to act by mimicking the behaviour of adults. In the workplace, a person’s staff members not necessarily to be remedied like kids, but in order to reinforce beliefs and specifications, leaders need to be people leading by simply example. Thus, leaders ought to embody the change they would like to see within their workplace. Question six identifies the task of responding favorably to suggestions made by other folks. This is essential because it refers to the ability of a leader to generate all people of the group truly feel included and to have the sense that they are all members who also are of equal importance to group as a whole. Regardless if a leader doesn’t agree with the suggestions created by others, is actually still important that the leader make all associates feel included and significant and to feel like their way of doing something is being paid attention to with similar weight since everyone else. Level number 9 is that the leader is able to develop a plan of action intended for the group and to manage to communicate that plan of action to all group users in a compelling way, which makes everyone anxious about the plan, and makes everyone experience confident they are capable of completing almost all details of the plan in their entirety. Question 9 refers to the act of properly defining the functions and responsibilities for each group member.
Everyone who is on the same team must feel like there is a responsibility towards the team as a whole and that they know very well what that responsibility is, and feel certain that they can satisfy all their duties completely. Query thirteen identifies the process of to be able to clarify your own role within the group. As the leader, it’s important to not merely lead with conviction and guide all members from the team using a high degree of certainty, although also to demonstrate that one has concrete responsibilities to the team and to the project. This sort of transparency and communication can create a winning circumstance for the greater team at large.
Question -2. What do your task and relationship ratings indicate about who you are approach to leadership?
My job and romantic relationship scores show that I provide an approach to command which is centered on a certain degree of seriousness and reverence to get the professional duty of leadership as a whole. For the job section, We scored a forty five, which is very high. In the marriage section, I actually scored a 44, which quite high. I found this extremely validating, since according to Northouse, “researchers from the style approach have got ascertained which a leader’s design consists generally of two types of manners: task and relationship. The significance of this idea is not to be understated. Whenever command occurs, the leader is acting out both task and relationship manners; the key being being an powerful leader often rests on the way the leader bills these two manners. Together that they form the core of the command process” (2012, p. 84-85). Reading
